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As a result of its history, South Africa faces many structural issues, the most common of which is unemployment, which reinforces issues related to poverty and social and economic inequality within its borders. Organisations such as the Aspen Network of Development Entrepreneurs (ANDE) provide a method of solving for this by convening a network of intermediaries who believe in their vision; to propel entrepreneurship in emerging markets to eradicate poverty. Organisations based in South Africa who are part of the ANDE network, share this sentiment and believe their contribution will be more impactful through collaborative methods that help entrepreneurs reach their highest potential. This chapter includes insights from four of these member organisations, namely Riversands Incubation Hub, Property Point, the Allan Gray Orbis Foundation and Impact Hub Joburg. All organisations work to foster entrepreneurship. However, their interventions challenge ‘standard’ methods of business development, particularly because they place the entrepreneurs they support at the centre of their programme design. As this chapter demonstrates, there is no single way to foster entrepreneurship and break the cycle of poverty; however, interventions cannot be successful without truly placing the entrepreneur at the centre.

Successful farm business managers must understand the determinants of profitability and have an overall long‐term or strategic management focus. The objective of this research was to explore the use of an e‐learning tool to help producers understand the impacts of different production, pricing, cost control, and investment decisions on their farm’s financial performance. This objective was accomplished by developing and testing a computer‐based training and application tool to facilitate determination of the financial health of farm businesses using the DuPont profitability analysis model. The results of the two experiments indicate that the computer software was effective for teaching techniques of profitability analysis contained within the DuPont model.

Employee boredom is of concern to organizations because of its impact on employees’ quality of work life and productivity. This study aims to test the regulation of workplace boredom through meaning in life by workplace heroes to contribute to theory by examining the relationships between the variables and to practice by uncovering the potential of workplace heroes in alleviating state boredom.

Using online surveys and structured interviews for a mixed-method study, data were collected for state boredom, meaning in life and hero affirmation at work for a quantitative study, and data from the open-ended questions provided further insights regarding hero affirmation at work for a qualitative study.

Spearman rank-order correlations concluded correlations between state boredom and meaning in life. However, unlike personal heroes that influence meaning in life, workplace heroes were found not to. The qualitative analysis revealed three prime differences between workplace and personal heroes: proximity, symbolic representation of ideologies and qualities admired in the heroes. These reasons entailed that state boredom was not regulated by workplace heroes.

The model of Coughlan et al. (2019) explored trait boredom regulation through meaning in life by personal heroes. This study tested for the regulation of state boredom through meaning in life by workplace heroes; thus, contributing to theory through a nuanced model with enhanced usefulness in practice. The study also further dissects the concept of heroes by uncovering differences between workplace and personal heroes that perpetrated the differences in the findings.

The learning outcomes are as follows: identify the key challenges of leading a large organisation that is self-serving as compared to one that has people of integrity in its employ; understand how resilient leaders need to be to remain focussed on the task at hand while faced with resistance and controversy at every turn; demonstrate how to cultivate a culture of trust and integrity in an organisation bereft of both, and rebuild an organisation’s reputation; navigate the dynamics of having an unruly subordinate [chief operating officer (COO)] who in reality is more powerful; and develop key skills in practicing self-care in an environment where one is constantly undermined and devalued.

This case looks at the leadership of former GCEO Lulama Mokhobo at the South African Broadcasting Corporation SABC from 2012 to 2014 and her lived experience within the theme of empowered powerlessness. With an unsupportive board, destructive COO, and minister of communications at government level, Lulama is disempowered in her position and battles to make changes. Colleagues attest to the unusually complex dynamics that she had to navigate on a daily basis. The case details how this eroded Lulama’s self-confidence as well as her ability to lead the organisation and pushed her to resign. The SABC managed to undo the strides she made during her tenure and now finds itself in financial quagmire due to poor and questionable decisions made after her resignation as the GCEO of the organisation.

The target audience for this case comprises students enrolled in tertiary business education programmes who have already had some sort of work experience and hands-on exposure to real-world business. MBA and EMBA students, as well as executive education programmes. Including disciplines such as leadership, organisational behaviour and people management and strategy.

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CSS 11: Strategy.

Recent research has indicated that livestock producers who want to manage risk and diversify their operations should invest in the stock market. This research evaluates whether or not a portfolio of publicly held companies that are first handlers of pork products would provide pork producers with a means of enhancing annual returns and reducing the volatility in the annual returns. Ex ante results suggest producers can gain from investment in value‐added stocks. Ex post results, however, imply producers must choose active management of their portfolio to receive the same type of benefits as the ex ante portfolio.

The purpose of the paper is to research the stress caused to small to medium‐sized enterprise (SME) staff by online collaboration. It aims to investigate online team roles as possible stressors.

The paper is based on research carried out on online collaborative teams by the authors in the Open University Business School, and on existing literature on stress and collaboration. The paper uses MTR‐i™, a commercially used team role analysis tool, and Myers‐Briggs personality types to postulate reasons for stress caused by online collaboration in SMEs.

If team roles are not taken into account then the entrepreneurial members of an SME team may well find online collaboration stressful and so may not be able to fully participate in collaboration, or support others to do so.

The limitations of the research are that so far the research has been carried out on relatively small numbers. A much wider scale study is needed.

The research so far indicates that online collaborative learning in SMEs (whether formal, or informal) needs to take into account the team roles usually carried out by individuals at work if full use is to be made of in order to optimise online collaboration.

This paper links Myers‐Briggs personality types to the ability of SMEs and entrepreneurs to collaborate online. It will inform educators and SME entrepreneurs.

This article considers strategic transformation and how organisations can learn to become better at strategically transforming themselves over time. Two case studies are considered, Marks & Spencer and Intel, and these provide two contrasting examples of how organisations can either be reactive or proactive in managing strategic transformation. The article argues that in order for strategic transformation to become an art it must become part of the unconscious competence mindset of the organisation. A number of questions/statements are developed which help managers to fine‐tune their strategic transformation skills and these are interlinked and combine to form a strategic transformation framework. Thus, the article intends to be of practical use to managers.

The purpose of this paper is to establish the mediation effects of public–private–partnership (PPP) on the association between complementary entrepreneurial networking and the entrepreneurial ecosystem quality for sustainable franchising.

A structured questionnaire was used to collect this study’s qualitative data from a study population of sub-franchisor organizations in Uganda. Statistical techniques were used to analyze the data.

Part of the authorized distributors’ mutually beneficial networking is directly connected to multi-actor networks that continuously simplify their local access to affordable franchise financing, mentors and supportive leaders. Also, the same association is mediated through PPP supported franchise-business information and widely appealing awards to be won.

One of the areas for further study is a related study on the moderating effects of the PPP support in another developing country, which is clarified in this study.

The complexity theory has provided an explanation of the entrepreneurial ecosystem quality for sustainable franchising across the rural and urban markets in an African country.

Recent years have seen explosive growth in the use of enterprise pricing software. Pricing software contributes to business returns by improving pricing decision-making, and by providing monitoring and process control for pricing processes across the corporation. This software has developed in a number of significant ways over the past decade and continues to evolve in terms of sophistication and ability to contribute to both top- and bottom-line growth. In this paper, the authors present a brief historical context for the role that pricing software fulfills in a typical B2B corporation, and a set of predictions of future capabilities based on emerging trends.

Intersectionality addresses complex avenues of oppression that emanate at the intersections of one’s identities. However, the intersectional framework assumes static identities, which are increasingly being acknowledged for their fluidity. This research explored the extent of the fluidity of social identities to draw implications for the application of the framework in research.

27 participants from a post-graduate elective course on diversity and inclusion identified their significant social identities, and submitted a write-up using hermeneutic phenomenology in which the participants shared their lived experiences of the fluidity of their social identities in different spaces they occupy or find themselves in.

Fluidity-triggering stimuli in different environments and their associations with identity-related motives were uncovered using thematic analysis. Stimuli operating at micro-, meso- and macro-levels rationally explained identity fluidity. However, in addition to types, intensity and frequency of stimuli, psychological factors, such as identity status, were decisive in determining the degree of generalization of stimuli across individuals and spaces that significantly influenced identity fluidity.

This research explored the extent of the fluidity of social identities to draw implications for the application of the intersectional framework in research. The findings contribute to future research by identifying limitations of the intersectional framework based on the fluidity of social identities arising from environmental stimuli that operate at micro-, meso- and macro-levels, and the extent of psychological generalization of these stimuli across spaces.